[Infographic Guide] Physician Trends – Physician Engagement

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Physician engagement is a critical, though often overlooked, component of hospital health and culture.  In fact, The Advisory Board reports that 3 in 5 physicians do not feel engaged with their current employer.  Download our comprehensive infographic to get a better understanding of the physician engagement landscape and learn how to better engage your physician team.

 

Physician Engagement

Physician Engagement Gap

A Jackson Healthcare Physician Engagement Survey in the Spring of 2016 found large gaps between the degree to which physicians are engaged and the degree to which hospital administrators believe physicians are engaged.

41% gap – Physicians involved in clinical decision making

34% gap – Problems resolved in a fair and satisfactory manner

30% gap – Hospital treats physicians with respect

28% gap – Physicians involved in administrative policy decision making

21% gap – Physicians trust hospital leadership team

3 in 5 physicians who are employed are not engaged – Source: Advisory Board Company 2014 Medical Stagg Engagement Benchmark Report

Achieving a State of Active Engagement

Physicians are willing to make decisions in the best interest of the system without tunneled focus on their individual practice. – Source: Steve Corso, Managing Director, MSIGHT Physician Engagement

Hospital Systems actively seek to optimize the physician experience, even if cultural and organizational structures must be modified. – Source: Steve Corso, Managing Director, MSIGHT Physician Engagement

Impact on Success

Creating system-wide physician alignment is one of the most challenging initiatives for hospital executives, and one of the most crucial to success on a wide range of cost, quality, and experience initiatives. – Source: Health Care Advisory Board

51% more inpatient referrals were given to the hospital from fully engaged physicians – Source: Gallup Study on physician engagement quoted in What Too Many Hospitals are Overlooking

3% more outpatient referrals were given to the hospital from fully engaged physicians – Source: Gallup Study on physician engagement quoted in What Too Many Hospitals are Overlooking

5 Key Drivers for Physician Engagement

  1. Alignment of executive team actions and clinician goals
  2. Open/responsiveness of organization to physician input
  3. The interest of physician in leadership opportunities
  4. Autonomy of physician in managing individual practice
  5. Support of organization in the economic growth and success of the physician’s individual practice

Source: Bill Heduc, June 25, 2015, Advisory Board Company, The 12 Statements that Define Your Physicians’ Engagement

Find more information about physician recruitment and retention here.

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle. This infographic guide…

physician trends - social media

[Infographic Guide] Physician Trends – Social Media

We live in a connected world where the effort required to communicate with someone has fallen causing the frequency and volume of communication to rise significantly. To effectively reach…

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[White Paper] Physician Workforce 2030: Getting Ahead of the Recruitment Curve

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The physician workforce shortage creates a competitive recruitment marketplace. This white paper offers practical advice on what to do today to focus your recruitment strategy for long-term success.

 

Physician Workforce through 2030: Get Ahead of the Recruitment Curve

There’s been heavy discourse the last few years about the growing physician shortage in the United States. Based on a recent detailed study, the Association of American Medical Colleges (AAMC) now projects a shortage of between 40,800 and 104,900 physicians by 2030.

A complex set of assumptions factor into the models resulting in projected shortage that vary in degrees of magnitude depending on the location, specialty and population served.

The Affordable Care Act has helped push the percentage of insured Americans to nearly 90 percent, creating a greater need for primary care physicians to see new patients.

At the same time, uncertainty around healthcare legislation and the sheer complexity of reimbursement is enough to steer many physicians – both aspiring young doctors and those with years of experience – away from patient care.

Our population is shifting older; the Census Bureau project that the population 65 years and older will become larger than the population under 18 years old by 2056. And while America ages, so do its doctors. Nearly 30 percent of active physicians are now over the age of 60.

Specialties with the Greatest Demand

Family Medicine, Internal Medicine, and Psychiatry

Jackson Physician Search compared open jobs by specialties from ten top job boards and compared them to the number of third-year residents for those specialties, as provided by MMS data. Assumptions that played into our research model: The turnover rate for doctors hovers around 6.8 percent, according to the American Medical Group Association. We recognize that retirees – and practicing physicians who change jobs – both leave vacancies that will most likely be filled fro the pool of graduating residents. Some are advertised on multiple job boards, while others are not advertised at all.

Based on this analysis, the specialties with the greatest demand are: family medicine, internal medicine, and psychiatry. Young medical students are forgoing these for more technical specialties that result in more defined hours, high mobility, higher incomes, and the perception of greater prestige than primary care. The stigma of mental health may be a factor in turning medical students away from psychiatry, in which only half of residency programs in the U.S. are filled, according to Dr. Adam Brenner, a psychiatrist and associate professor at UT Southwestern Medical Center.

The Disparity of Physician Workforce Coverage

Not only are there not enough doctors to go around, they aren’t evenly distributed. The resulting barriers to accessing specialty care creates significant – even tragic – disparities in health and well-being among many rural Americans.

Nationally, there are, on average, 91.1 active primary care physicians per 100,000 people, but some states fared better than others, according to the AAMC, which based their distribution map on census and American Medical Group data.

 

Read the full whitepaper by clicking the download button.

Balancing Compensation and Culture

Balancing Compensation and Culture for the Right Fit

Balancing Compensation and Culture for the Right Fit is a look into compensation trends, quality of practice, quality of life, practice location, and how they contribute to culture…

achieve physician recruitment success

Bend Key Trends to Achieve Physician Recruitment Success

This presentation demonstrates how you can achieve physician recruitment success by leveraging 4 trends we have identified. We invite you to get in touch with our physician recruitment…

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Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Creating Growth and ROI through Recruitment, Retention, and Revenue

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Sustainable growth requires recruitment and retention strategies, programs and tools that work. When leadership and recruiting teams make recruiting a priority, the return on investment is measurable!

 

Recruitment. Retention. Revenue.

Critical Success Factors for Growth and ROI

What Best Practices Drive Return on Your Investment in Recruiting Physicians

Investing in best practices makes “dollars and sense,” when $1 million in annual revenue per physician is at stake.

  1. Define accountabilities for leadership and recruitment teams that impact time to fill and retention.
  2. Identify key performance indicators for measuring the efficiency of your recruiting efforts.
  3. Determine the benchmark data points for building your ROI model.

 

What is the Key to ROI

Efficient Recruitment & Recruiting for Retention

Faster fill with physicians who fit!

Be Fast and Strategic

  • Streamline the Process
  • Shorten the Search
  • Control your Expenses

Accelerating a search by 30 days equals $80,000 in revenue.

Rise Above the Noise

1 in 4 practicing physicians receive between 24-40 potential job opportunities a month.

  • 95% prefer job info via email
  • 94% use smartphones
  • 88% use personal and professional referrals
  • 46% attentive to job board alerts
  • 16% read direct mail

Continue reading this whitepaper by clicking the download button.

Utilizing Metrics and KPIs for More Successful Recruiting

Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring efficiency, successful recruiting, and return on…

Physician Recruitment and Revenue

Connecting Physician Recruitment and Revenue

Did you know that physician recruitment and revenue are closely related? Download our presentation on how to connect physician recruitment, retention, and revenue for a full-scale review…

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Modern Healthcare Again Selects Jackson Physician Search as one of the Best Places to Work in Healthcare

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For the second consecutive year, Jackson Physician Search has been named as one of Modern Healthcare’s Best Places to Work in Healthcare.

In sharing news of the repeating the award in 2017, Tony Stajduhar, President of Jackson Physician Search, said, “The consistent recognition we receive as a great place to work is a win not only for our employees, but for our customers. These rankings validate our strategy of empowering our employees to provide clients and candidates with the best possible services and customer experience.”  Read More
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Art or Science? Effective Physician Recruitment and Retention Requires Both

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Need to build a better recruitment process? Learn the best practices to master effective physician recruitment using the art of building strong relationships and the science of deploying effective recruitment tools.

 

Art or Science? Effective Physician Recruitment and Retention Requires Both

Innovative Recruiting Best Practices

6 tips to winning top physician talent in a highly competitive market

  1. Draft a winning interview team
  2. Recruit aggressively
  3. Timeliness is critical
  4. Your recruiter is your best ally
  5. Be flexible
  6. Be prepared to make a decision

Get Discovered by Passive Candidates

  • 60% of physicians’ most popular activities on social are following what colleagues are sharing and discussing
  • 2/3 of doctors are using social media for professional services
  • 31% of healthcare professionals use social media for professional networking and development

6 Practical Steps to Optimize Fit

  1. Define Ideal Candidate Profile
  2. Use Segmentation Technology
  3. Laser-Target Candidate Search
  4. Customize Candidate Outreach
  5. Consider Cultural Fit During Interview Process
  6. Hire for Fit

Customize the Interview Process

  • Make the Candidate Feel Special
  • Make the On-site Interview Memorable
  • Utilize You Most Engaging Team Members
  • Include the Candidate’s Family
  • 60% Social and 40% Business
  • Sell the Vision

Recruiting for Retention Drives ROI

Turnover costs well over $1 million per physician. The right hire can sometimes cost you in excess of $250,000 including search expenses, sign-on bonuses, income guarantees, and relocation costs. The wrong hire can cost you over $1,000,000 because the average revenue for a physician is $1,448,458.

Learn more about effective physician recruitment and retention by clicking the download button and reading the entire pdf.

Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our CEO at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on…

Utilizing Metrics and KPIs for More Successful Recruiting

Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring efficiency, successful recruiting, and return on investment…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

Jackson Physician Search Earns More Recognition as a Great Place to Work

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Alpharetta, Georgia — 03-30-2017 — Jackson Physician Search was certified as a great workplace today by the independent analysts at Great Place to Work®. Jackson Physician Search earned this credential based on extensive ratings provided by its employees in anonymous surveys. A summary of these ratings and reviews can be found at http://reviews.greatplacetowork.com/jackson-physician-search.

The physician recruiting firm has previously been recognized as a Best Place to Work in Healthcare by Modern Healthcare, including its 4th place rank for having the most engaged and most satisfied group of Millennials. Additionally, Jackson Physician Search’s parent company, Jackson Healthcare, has been named Atlanta’s Best Place to Work for three consecutive years by Atlanta Business Chronicle.

“People are the greatest differentiator for us. We are building a culture where very talented and relationship-oriented people want to work,” stated Tony Stajduhar, President. “In turn, that makes us a firm with whom clients and candidates want to work.”

“Our growth in physician recruitment results from motivating and empowering our team to deliver great results and an exceptional experience,” Stajduhar noted.

“We applaud Jackson Physician Search for seeking certification and releasing its employees’ feedback,” said Kim Peters, Executive Vice President of Great Place to Work’s Certification Program. “These ratings measure its capacity to earn its own employees’ trust and create a great workplace – critical metrics that anyone considering working for or doing business with Jackson Physician Search should take into account as an indicator of high performance.”

“According to our study, 96 percent of Jackson Physician Search employees say it is a great workplace,” says Sarah Lewis-Kulin, Vice President of Great Place to Work Certification & List Production.

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About Jackson Physician Search

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals and health systems across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process. As a certified Great Place to Work® and one of the Best Places to Work in Healthcare and certified Great Place to Work® Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry.

Visit https://www.jacksonphysiciansearch.com and Jackson Physician Search on LinkedIn.

Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

About Great Place to Work®

Great Place to Work® is the global authority on high-trust, high-performance workplace cultures. Through proprietary assessment tools, advisory services, and certification programs, including Best Workplaces lists and workplace reviews, Great Place to Work® provides the benchmarks, framework, and expertise needed to create, sustain, and recognize outstanding workplace cultures. In the United States, Great Place to Work® produces the annual Fortune “100 Best Companies to Work For®” list and a series of Great Place to Work® Best Workplaces lists including lists for Millennials, Women, Diversity, Small and Medium Companies and over a half dozen different industry lists.

Follow Great Place to Work online at www.greatplacetowork.com and on Twitter at @GPTW_US.

 

Jackson Physician Search: New Name. Winning Culture.

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ATLANTA (PRWEB) – Jackson Physician Search announced its ranking as one of the top 15 Best Places to Work in Healthcare, as revealed at Modern Healthcare’s annual awards dinner, held October 6th in New Orleans.

Company representatives marked the occasion as a double celebration of being a first-time honoree and a fitting debut for their new name and brand identity.

The company, formerly known as Jackson & Coker Permanent Placement, introduced their new name and logo in September to highlight their leadership and to clarify their role in the permanent physician placement industry. They credit the company’s growth to their outstanding track record of results, built on the trust their clients place in their skilled team and the transparency of their recruitment process.

 Jackson Physician Search placed 14th overall in the Best Places to Work contest and 11th in the supplier category. These rankings validate their strategy of empowering their employees to provide clients and candidates with the best possible services and customer experience.

“Our growth in physician recruitment and our recognition as one of the Best Places to Work in healthcare are rooted in our healthy culture,” stated Tony Stajduhar, President. “People are the greatest differentiator for us. We have people who are great to begin with, and then we further equip them with the right training and tools in an environment where they can be happy. That is the blueprint for building a culture that enables our team to deliver great results and an exceptional experience for our clients and candidates.”

Investing in innovation and future growth is also a priority for Jackson Physician Search. This was reflected in the company’s 4th place rank for having the most engaged and most satisfied group of millennials on staff. The rank was based on the percentage of millennials in the company’s workforce and the number of employee satisfaction surveys completed by millennials.

Jackson Physician Search is part of the growing family of Jackson Healthcare companies. Jackson Healthcare has been named Atlanta’s Best Place to Work for three consecutive years by Atlanta Business Chronicle.

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals and health systems across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process. As one of the Best Places to Work in Healthcare, Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry.

Visit https://www.jacksonphysiciansearch.com and Jackson Physician Search on LinkedIn.

Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

For the original version on PRWeb visit: http://www.prweb.com/releases/2016/10/prweb13749333.htm

 

 

 

 

Finding Passive Candidates

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Jackson Physician Search– Physicians are in high demand, and their time is at a premium. So it’s no surprise that even active candidates attempt to stay under the radar. They prefer to remain insulated and virtually undetectable by most recruiters. And with job boards advertising as many as 40,000 postings in Family Medicine alone, searching a database is daunting to even the candidates most motivated to finding a new opportunity. Finding passive physician candidates can be quite the challenge.

At the same time, in-house recruiters find that sorting through an avalanche of CVs can be extraordinarily time-consuming, while moving them no closer to finding Dr. Right.

In reality, some of the most successful and enduring placements occur when a physician, who isn’t even looking, and a client, who is looking for the right fit, enter each other’s orbit at the right time and in the right way.

Known in the industry as “passive candidates,” experienced physicians and advance practice providers are likely to be satisfied with at least one of three key influencers: location, practice and/or compensation. Their bar is high and their motivations to make a change are highly individualized. As a practicing physician, they are likely to ignore the steady avalanche of job opportunities they receive.

This is why standardized recruiting techniques will not enable you to find and hire a qualified physician with the right motivations to choose your practice and community.

These snapshots demonstrate how our skilled recruiters adapted their tools and techniques to make excellent placements that mutually benefited the candidate and the client:

Cropped image of a child kicking a soccer ball

 Springboard to Sports Medicine

Scenario

A Family Medicine physician with a specialty in Sports Medicine was well-established as a Medical Director and shareholder in a large practice. He was very happy with the community. Yet with his varied responsibilities within the overall practice, he was struggling to find the time to fully develop his sports medicine practice.

Solution

The recruiter’s localized search and focused social media engagement revealed that this physician would be an excellent fit for a nearby employed foundation group. Although the physician was at first under the impression that an employed position would never allow him to do what he was passionate about. However, with support from the hospital, partnered with the foundation, he is able to have his primary care practice, which created a springboard for becoming a regional expert in sports medicine.

Outcome

Without having to relocate, the physician is now leading a regional concussion program with the foundation group’s outpatient practice.

Parents and their two children eating at kitchen table

 Balance Can Happen

Scenario

A Gastroenterologist was a partner in a multi-specialty group, but practicing in a higher cost of living metropolitan area. This brought with it a high workload that kept him away from his young family. He knew that something “had to give,” but was not actively looking for a new practice.

Solution

Originally discovered through a laser focused approach to candidate research, the recruiter discovered that a Gastroenterology Hospitalist position located in a more affordable market could be a solution to the work-life balance challenge.

Outcome

Though total compensation may be less, the physician’s quality of life affords him a great standard of living, work he enjoys and twice as much personal time, including every other week off to spend with his family. Additionally, compensation is balanced by the move to a market that is significantly less expensive.

Create a Cultural Blueprint for Successful Physician Recruitment

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

reviewing the physician recruitment checklist

Community Health Center Physician Recruitment Checklist

The growing demand for affordable primary care, especially among underserved patient populations, has fueled the need for innovative solutions to the most pressing health care issues…

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Selling The Community To Physician Candidates

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Doximity Blog– You know these three words well: recruiting is selling. The product you’re selling is your healthcare facility. Physician candidates are your sales leads. And since you’re selling a position at your facility, it’s imperative to know everything possible about it. But that goes well beyond patient volume – you also need to sell the community.

Selling the community doesn’t equate to job posts filled with prose about scenic beaches and waterways, either. When you truly sell the community, you create a sense of belonging. Sure, that might include a beach, but that’s one small part.

In real estate, sales are about location, location, location and in many ways, physician recruitment is no different. Somewhere in your pipeline is a physician who’s looking for a community just like yours. Urban, rural, every community has a unique strength. If your opportunity is in a rural town where the only stoplight in town is on Main Street, sell that one stoplight and sell Main Street. Something as simple as sidewalks and parks can translate to a more livable environment because sidewalks and parks encourage people to get outside and interact – and that fosters a sense of community and belonging.

To sell the community, start by selling lifestyle. Ask yourself how moving to your city or town will fundamentally change a physician candidate’s lifestyle. The town’s events, food, shopping, cultural offerings, and recreational opportunities are all things that weave together to form a community’s unique personality. By showcasing these aspects you become not just a recruiter but a lifestyle consultant. And isn’t that why people move? Read More>>